NEW PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT (HRM) WITH
SPECIAL REFERANCE TO CEMENT COMPANY OF NORTHERN NIGERIA
(CCNN) SOKOTO
BY
MUSA MUHAMMAD LAWAL
DEPARTMENT OF PUBLIC ADMINISRATION
FACULTY OF MANAGEMENT SCIENCES
USMANU DANFODIYO UNIVERSITY SOKOTO
NIGERIA.
TEL: 08068688551 & 08096958228
msquarredlawal@yahoo.com
Abstract
This paper looks at Human Resource Management not only as a doctrine or dogma but essentially as a processes or procedures that state what must be done as well as spelling out how to do it with those responsible for implantation. These describe the approach the organization adopts to various aspects of people’s management and define key aspects of the employment relationship. The point about process is highly significant. Studies like that of Tyson (1997:277) have shown that HR’s contribution to organizational outcomes is, in almost all cases, unpredictable based simply on an understanding of HR policies and strategies. He argues, in relation to HRM research, that: ‘insufficient attention seems to have been paid to the process itself’, and highlights the significance of adopting a process approach to examining human resource strategies in organizations. In particular, he notes: ‘the process by which strategies come to be realized is not only through formal HR policies or written directives: strategy realization can also come through actions by managers and others. More importantly, the ‘clients’ or ‘customers’ of the HR function are not just management. They also comprise the front-line managers who actually implement HR policies and on whom the function relies to get things done. Since actions provoke reactions ... these reactions are also part of the strategy process.’(p.280). The process approach adopted by the front-line managers is the critical issue examined as a new perspectives of HRM with special reference to Cement Company Of Northern Nigeria (CCNN),... [continues]
SPECIAL REFERANCE TO CEMENT COMPANY OF NORTHERN NIGERIA
(CCNN) SOKOTO
BY
MUSA MUHAMMAD LAWAL
DEPARTMENT OF PUBLIC ADMINISRATION
FACULTY OF MANAGEMENT SCIENCES
USMANU DANFODIYO UNIVERSITY SOKOTO
NIGERIA.
TEL: 08068688551 & 08096958228
msquarredlawal@yahoo.com
Abstract
This paper looks at Human Resource Management not only as a doctrine or dogma but essentially as a processes or procedures that state what must be done as well as spelling out how to do it with those responsible for implantation. These describe the approach the organization adopts to various aspects of people’s management and define key aspects of the employment relationship. The point about process is highly significant. Studies like that of Tyson (1997:277) have shown that HR’s contribution to organizational outcomes is, in almost all cases, unpredictable based simply on an understanding of HR policies and strategies. He argues, in relation to HRM research, that: ‘insufficient attention seems to have been paid to the process itself’, and highlights the significance of adopting a process approach to examining human resource strategies in organizations. In particular, he notes: ‘the process by which strategies come to be realized is not only through formal HR policies or written directives: strategy realization can also come through actions by managers and others. More importantly, the ‘clients’ or ‘customers’ of the HR function are not just management. They also comprise the front-line managers who actually implement HR policies and on whom the function relies to get things done. Since actions provoke reactions ... these reactions are also part of the strategy process.’(p.280). The process approach adopted by the front-line managers is the critical issue examined as a new perspectives of HRM with special reference to Cement Company Of Northern Nigeria (CCNN),... [continues]
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